(PDF) Developing Individuals, Teams, and Organizations
Added on 2020-12-29
18 Pages5394 Words84 Views
DEVELOPINGINDIVIDUALS,TEAMS ANDORGANISATION
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1 Appropriate knowledge and skills and behaviour required by HR professional....................1P2 Personal skill audit for the identification of knowledge skills and behaviour........................3M1 Detailed professional skills audit that shows the personal reflection and evaluation...........5D1 Professional development plan that leads for the achievement of sustainable businessperformance.................................................................................................................................6TASK 2............................................................................................................................................6P3 Difference between the organisational and individual learning, training and development. .6P4 Needs for the continuous learning and professional development.........................................8M2 Application of learning cycle theories and importance of implementing continuousprofessional development............................................................................................................9TASK 3..........................................................................................................................................10P5 Role of HPW in employee engagement and in competitive advantage................................10M3 Analysis on benefits of with HPW with justifications........................................................11TASK 4..........................................................................................................................................11P6 Different approaches of performance management..............................................................11M4 Critical evaluation of different approaches ........................................................................13D2 Knowledge and information resulting in appropriate judgements:......................................13CONCLUSION................................................................................................................................1REFERENCES................................................................................................................................2
INTRODUCTIONDevelopment refers to the process in which an individual go through range ofcircumstances, changes and gained experience at the end, as a result growth is achieved.Developing skills is part of development process, these skills defines the personality of a person.In the organisation measures are taken to improve the competencies of employees working in theorganisation. There are many reason as to why doing this is important which will be discussed inthe upcoming report. The company which has been selected is Unilever, it was founded in 1929by William lever, James Darcy lever and many others. Main headquarters of the company aresituated in UK, London and Rotterdam, Netherlands. It is known as one of largest company inretail sector. The topics covered in the report are appropriate knowledge, skills and behaviourrequired by HR professional, personal skill audit, difference between organisational andindividual learning, training and development. Further an analysis is made on continues learningand professional development, contribution of HPW and different approaches to performancemanagement (Dewing, McCormack and Titchen, 2014).TASK 1P1 Appropriate knowledge and skills and behaviour required by HR professionalThe role HR in an organisation is to effectively manage the workforce, but performingthis job requires possession of certain skills. In Unilever HR mangers asses the skills ofindividual and ensures best employees work in the organisation. If an individual wish to pursuecareer in HR, requires specific knowledge skills and behaviour. Some of them are discussedbelow:Knowledge:Knowledge of HR theory: One should have thorough knowledge about theoreticalaspect of Human resource. Not having enough information what the HR stands for andwhy this concept was developed in the first place. All this information can only begathered if the person studies about the subject matter. Therefore before hiring the personfor the post of HR in Unilever, questions are being asked and checked whether the personhave enough knowledge about the theory or not.1
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents
Developing Individuals Teams and Organisations BSlg...
|19
|6481
|272
Developing Individuals, teams and organisationlg...
|18
|5984
|404
Developing individuals, teams and organisations for high performancelg...
|16
|3829
|43
Appropriate and professional knowledge, skills and behaviour required by HR professionallg...
|21
|5675
|97
Developing Individuals, Teams and Organisation - Deskliblg...
|16
|4280
|139
Developing Individuals, Teams and Organisationslg...
|21
|5823
|47